Human Resource Development (HRD) at micro level or organizational level is a process by which employees of an organization are helped in systematic and continuous way to: Develop their personal and organizational skills, knowledge and abilities. Human Resource Development includes such opportunities as employees training, employee career development, performance management and development, coaching, succession planning, key employee identification, tuition assistance and organization development.
Human Resource Development (HRD) is a subject of national importance, with much more relevance from developed as well as developing countries. Of all the material and living resources “Human Resource” is the most crucial and difficult to tackle but of great importance. Without this resource, the countries development of physical / financial / technological resource is not possible.
The aim of this study to describe, analyze and compare the operation of Human Resource Development in United Kingdom with Pakistan. This study is a comparison of a two systems, developed country United Kingdom and developing country Pakistan. The focus will be on institutional pattern of Human Resources Development department in Pakistan and United Kingdom; their similarity or differences.
In the present era of the 21st century, it is deemed imperative that management socialize there Human Resource in the culture of organization so that they could become efficient, dynamic and effective member for the organizational setup. One of the best ways to socialize the work force is through training and development process. The present scenario all over the world indicates that the need of learning organization may have arisen by the emerging trends of creativity and revolutionary technology in the organizations. It is not important to be the best but also to stay the best, means, to maintain the quality within organization. Thus the practices of learning organization in terms of creativity, institutionalized learning, developing system thinking, proactive approach, leadership, learning from mistake and risk taking have always been emphasized. Consequently, the human resource should become adaptive and capable to improve their skills and intellect from these re-educational programs. Further more, the accessibility of training opportunities to enhance the skills, employees, contentment with their jobs and better working condition results in improved moral, productivity and limited turn over rates.
Background of the study:
Human Resource Development can be defined as a set of systematic and planned activities design by an organization to provide its members with the opportunities to learn necessary skills to meet current and future job demands. Learning is at the core of all hrd activities should begin when an employee joins an organization and continue throughout his or her career, regardless of whether that employee is an executive or a worker on an assembly line. Human Resource Development programs must respond to job changes and integrate the long-term plans and strategies of the organization to ensure the efficient and effective use of resources.
The Revolution Period of Human Resource Development: While the term “Human Recourse Development” has only been in common use since the 1980s, the concept has been around a lot longer than that. To understand its modern definition, it is helpful to briefly recount the history of this field. Apprenticeship training programs: The origins of Human Resource Development can be traced to apprenticeship training programs in the eighteenth century. During this time, small shops operated by skilled artisans produced virtually all house hold goods, such as furniture, clothing, and shoes. Vocational school: In 1809, a man named Dewitt Clinton founded the first recognized privately, funded vocational school, also referred to as a manual school, in...